Reasons why employees screw up appraisal programs

Many times it has been seen that the performance appraisal programmes off beams from its laid down track. This is mainly due to upper management defaults and not because of middle level and lower level employees. For most of work, the employees cue from the upper level; of management, but if somehow these employees perceive any notion that there are some demerits attached to the appraisal program, they try to demolish or destroy the program even if it is among the best of programmes.

Following are the seven stupid reasons employees put forward to screw up the appraisal program.

Excess Degree of Attention Paid to Appraisal Form

Human resource department of organization pays very much attention to appraisal forms. They treat them as very important document, do lot of hard work in making it appear to be its best, but in this process they forget about the main purpose of these forms which is getting the proper feedback from employees regarding various subjects and matters. These forms are meant for recording important information, which can be utilized further when need arouse. Efforts should be made not only to get the forms done with thoughts but also to get as much as information significant for organization purposes.

Unprepared Minds Of Employees

The primary purpose of appraisal norms is to improve the performance of employees and the evaluating it on an objective basis. But whenever appraisal meeting are held, employees hardly prepare beforehand and present heir fuzzy and confusing viewpoints. So employees being ignorant either acts as reactive participants or as passive participant. Information delivered by such employees or staff members does not render any useful purpose. Employees should try to make efforts in preparing for these appraisal proagrammes and meetings by reviewing their work beforehand, job responsibilities, making a list of problems they face in their daily routine etc.

Defensiveness

Employees of organization tend to take their work in a very personal manner. Any types of critism whether constructive or destructive is unacceptable to them.they find them hard to hear. They employ the attitude of defensiveness, which acts as a barrier in improving their performance.

Imperfect Meetings and Managers

The operations of organizations will get simplify if the top-level mangers laid down the clear defined goals. Even in appraisal meetings, the conductor of these meetings does not posses enough skills in making the employee understandable about their weaknesses and strengths. Some are frustrating, while some are not able to communicate well and explain effectively to its employees. So employees find it difficulty in understanding their comments, reasoning and even their suggestions too. It happens so because the managers are themselves not clear with ideas, thoughts pertaining to performance appraisal, sometimes they don’t even know what improvement has to be made for next job performance. So it is very essential to have proper meeting and efficient managers for these meetings otherwise all efforts will be in vain.

No Communication During Year

Employees are very curious in knowing about their overall performance during the whole year not just at the point of appraisal period, so that they receives no surprises in respect of their performances. they should be regularly told about their positive and negative behaviors and performances so that immediate steps can be taken up by them in improving their way of working. but this hardly happen in real corporate world .this practice ,if done in proper manner benefits to a great deal in enhancing the presentation and performance of employees. it also helps in detecting problems at early stage and thus further aids in taking remedial actions. if employers are not making any efforts in developing such a communication system then employees should make constructive efforts in doing so because it is a shared responsibility of both not just of one.

Unwilling Cooperation of Employees

The performance appraisal is the best time for asking the suggestions from its employees along with knowing about the areas in which they are facing problems. But sometimes employees are hardly interested in answering or expressing their views and ideas. They remain inactive and find it uncomforting. Management also fails in developing such climate or environment that assists and motivates its members or work force in coming forward with their ideas. So there occurs no improvement in job performance with no expansion in output also .one should always remember that managers are not mind readers, unless employees themselves do not come forward and make efforts by providing them with concrete factual information and in making appraisal program a success, nothing will happen.

Looking Appraisal Program as an Approach of Receiving More Money

Sadly it has been noted that in corporate world appraisal programs are seen as a way of getting more money. Employees fail to recognize the real purpose of this program, which is improving the performance, rather they starts to make much focus on money factor. They start hiding their shortcomings and errors. They start working on unfair means because their primary purpose is just to squeeze as much money as possible from organization. This proves to be very destructive for the organization in a long way. If working staff enter into such a process of defending their own position in realistic truthful and fair way, the process will become much more like a cold war.

Conclusion

It is the foremost duty of human resource department and top-level managers in setting to a climate or environment, which promotes effective appraisal program. If employees are reluctant to accept the appraisal system and look at it in a negative or defensive manner, then these employees will find themselves as loosers, which directly bear affects on organizational productivity. Concentrated efforts should be made to bring active and concentrated participation of employees that can help in improving the matters in near future.